Law, Health Policy & Disability Center
University of Iowa College of Law
http://disability.law.uiowa.edu/dpn/
and
The Burton Blatt Institute
Syracuse University
http://bbi.syr.edu
One–Stop Toolkit
Resources of the Week Technical Assistance Project E–Mail listserv
22 September 2006
Good morning everyone,
Below please find the web site and publication of the week, as well as other resources that we hope will be useful as you work on systems change activities to help improve employment opportunities for persons with disabilities.
To subscribe and / or view past resources of the week archives, access: www.onestoptoolkit.org and click on the link to "Resources of the Week" on the right hand side of the home page.
To view an indexed list of the resources of the week by subject matter, visit the L.P.H.D.C. web site at http://disability.law.uiowa.edu/lhpdc/resources/wig/default.asp. It currently includes 20 categories, covering over 300 annotated references. Each category opens to a new window with each Resource of the Week which covered material in that area.
Have a good day and weekend!
Laura Farah
Program Associate
Law, Health Policy & Disability Center
University of Iowa College of Law
P: 617–489–0086
F: 617–489–1374
[ E–mail Lgleneck@mail.law.uiowa.edu ]
[ E–mail LFarah8@aol.com ]
[ http://www.onestoptoolkit.org ]
[The full announcement is located under the section heading "Publications of Interest."
]
Disability Program Navigators (D.P.N.) are creating newsletters that are disseminated on a regular basis as one very effective method to raise disability awareness, provide education, and share resources and information of interest on disability-related issues on an ongoing basis. The newsletters are often disseminated to a wide range of stakeholders including partners within the One-Stop system, community partners and disability organizations. More D.P.Ns. are realizing that this form of outreach is also a great way to connect with the business community. This series of ready to publish news briefs, developed by the Office of Disability Employment Policy, U.S. Department of Labor, includes some great sources of information that would be great to include in business focused newsletters. The following articles offer timely, concise information and resources to busy employers on a variety of subjects regarding people with disabilities and employment issues.
If you are a D.P.N. and have thought about creating a newsletter but don’t know where to start, or would like some examples of the kinds of information and format other D.P.Ns. are using, then access Grantee Newsletters found in the Library section of the grantee collaborative workspace of the One-Stop Toolkit website at:
http://www.onestoptoolkit.org//library/library.cfm#chapter19. The documents included in this category represent newsletters developed by grantees, which serve as a way to highlight key resources, activities and information on working with job seekers with disabilities within the One-Stop Center and the community as a whole. Please note that this is a password protected workspace. If you are a D.P.N. and do not have a username and password, then send an e-mail to laura-farah@uiowa.edu.
The Always a Soldier program provides service-connected disabled veterans opportunities to seek employment, career advancement, job mobility, family economic well being, and greater financial security. Veterans with service connected disabilities may access the website to complete an employment information form at: http://www.amc.army.mil/alwaysasoldier/EmploymentForm.htm.
Trainers: Elena M. Carr, Drug Policy Coordinator, U.S. Department of Labor, Working Partners for ! an Alcohol- and Drug-Free Workplace with Linda Batiste, JAN Consultant.
Dealing with substance abuse in the workplace can be challenging for employers. No business, regardless of size or location, is immune to the countless problems that substance abuse can cause. Most individuals with substance abuse are employed and, when they arrive for work, they do not leave their problems outside the door. Everyone involved in running a business, both employers and employees, is affected when there is workplace substance abuse.
This Webcast will provide information on the types of challenges substance abuse poses for employers, employment laws related to employees with substance abuse, and ideas and resources to help employers deal with substance abuse in the workplace. Also introduced will be Drug-Free Work Week, a new Department of Labor Initiative that will take place in October 2006. Drug-Free Work Week provides an opportunity for employers to acknowledge the importance of building, safer, healthier workplaces through substance abuse prevention and intervention.
Registration. Access the U.R.L. to register and for additional information about this webcast.
This meeting will be open to the public and free of charge.
AGENDA: Reports from the Chairperson and the Executive Director, Team Reports, Unfinished Business, New Business, Announcements, Adjournment.
This meeting will be open to the public and free of charge.
AGENDA: News conference to release N.C.D's report, Creating Livable Communities, Panel Discussion, and Stakeholder Dialogue.
SUNSHINE ACT MEETING CONTACT: Mark S. Quigley, Director of Communications, N.C.D., 1331 F Street, N.W., Suite 850, Washington, D.C. 20004; 202-272-2004 (voice), 202-272-2074 (T.T.Y.), 202-272-2022 (fax).
AGENCY MISSION: N.C.D. is an independent Federal agency making recommendations to the President and Congress to enhance the quality of life for all Americans with disabilities and their families. N.C.D. is composed of 15 members appointed by the President and confirmed by the U.S. Senate.
ACCOMMODATIONS: Those needing reasonable accommodations should notify N.C.D. at least two weeks before these meetings.
LANGUAGE TRANSLATION: In accordance with E.O. 13166, Improving Access to Services for Persons with Limited English Proficiency, those people with disabilities who are limited English proficient and seek translation services for these meetings should notify N.C.D. at least two weeks before these events.
Posted in the JAN Presentation Library is a new educational video, "SunTrust Bank: Creating an Inclusive Culture." This 8 minute video details SunTrust Bank's efforts to create an inclusive workplace environment for employees with disabilities. SunTrust Bank Inc., based in Atlanta, Georgia, is one of the nation's largest commercial banking organizations, winner of the U.S. Department of Labors New Freedom Initiative Award, and serves as a lead company for the U.S. Business Leader Network.
SunTrust Bank has developed a multi-faceted program that demonstrates a corporate commitment to people with disabilities. The program includes a Disability Resource Center, a centralized accommodations budget, internship sponsorship program, mentoring day, and other activities specifically designed to raise awareness of the business case for hiring and retaining workers with disabilities. The video features interviews with employees informing the viewer about policies and practices that enhance an inclusive corporate culture.
To view this video or other training resources in the JAN Presentation library please go to: http://www.jan.wvu.edu/ppt/.
Disability Mentoring Day promotes career development for students and job-seekers with disabilities through job shadowing and hands-on career exploration. With leadership, coordination and resource materials from A.A.P.D. (American Association of People with Disabilities), local communities around the country organize their own activities that bring students and employers together for informational sessions about career opportunities and one-on-one mentoring with volunteers at public and private places of employment.
Disability Mentoring Day is officially commemorated on the third Wednesday of every October, but it is then implemented in locations around the country and internationally throughout the year. It is designed to benefit from local creativity, with each community planning activities to best suit the interests and abilities of its students, job-seekers and local employers. Although the core experience is one-on-one job shadowing, event planners may choose to open with a meeting for a group of students and job-seekers featuring several presentations and/or close with a reception where students, job-seekers and mentors can share their experiences. The type of mentoring experience depends in large part on the participants’ interests, education level, and work experience. Job-seekers can focus on specific career advice and discuss potential internships and job openings.
Disability Mentoring Day enables students and job-seekers to spend part of a day visiting a business or government agency that matches their interests and have one-on-one time with volunteer mentors. It provides an opportunity to underscore the connection between school and work, evaluate personal goals, target career skills for improvement, explore possible career paths, and develop lasting mentor relationships. History of the program illustrates that students’ and job seekers’ participation in Disability Mentoring Day can result in an internship opportunity with the host employer, function as a first interview on the way to a part-time or full-time employment offer, or even an on-the-spot firm job offer.
Disability Mentoring Day provides public and private employers with an opportunity to recruit interns, tap a pool of potential future employees, learn more about the experience of disability, develop lasting relationships with disability community leaders, demonstrate positive leadership in their communities and attract positive media attention. Additionally, employers can get involved by enabling employees to serve as volunteer mentors, functioning as a Local Coordinator for a community, and sponsoring Disability Mentoring Day at the national or local level.
Disability Mentoring Day can be a point-of-entry for existing mentoring, school-to-work, internship and employment programs. Since many successful programs around the country require extensive year-round commitments, Disability Mentoring Day can be a way to attract new participants and then encourage them to become more involved year-round. Employers with summer internship programs can also utilize Disability Mentoring Day as a means to identify promising internship candidates and encourage them to apply.
Local Coordinators, who play a match-making role between students/job-seekers and local employers, are the key to Disability Mentoring Day. Communities wishing to participate in any capacity – as an employer, organization, educator, job-seeker or student – should review the Local Coordinators list on A.A.P.D’s website (http://www.dmd-aapd.org/coordlist/coordlist.php) to see if there is already someone coordinating in that community. Individuals interested in playing a crucial coordination role should also refer to the Local Coordinator Toolkit (http://www.dmd-aapd.org/toolkit/Toolkit.php) [ Get free Adobe Reader ] [ Get Microsoft Office C.D., free trial, S / H applies , free but shipping and handling fees apply] [ Get free Word Viewer ] and then contact A.A.P.D. at 800-840-8844 (V./T.T.Y.). There is no required size or timing for a successful event -- it could involve just a handful of students or several dozen, and can take place at any point during the year. Making an impact in just one person’s life makes a difference and lays a foundation for subsequent years.
This program started as National Disability Mentoring Day in 1999 in the White House, as a program to increase the profile of National Disability Employment Awareness Month, which is celebrated every October. The program was patterned after school-to-work activities and began with just three dozen participants. In 2001, National Disability Mentoring Day was passed to A.A.P.D. to administer and build; that year, participation included more than 1,500 students and job-seekers, hundreds of public and private employers, and more than 70 Local Coordinators in 32 states plus Washington, D.C. In 2002, National Disability Mentoring Day included the participation of more than 3,800 students and job seekers, hundreds of public and private employers, and 134 Local Coordinators in 41 states and Washington, D.C., plus four international locations. In 2003 (the year "National" was dropped from the title, because of the considerable international participation), Disability Mentoring Day saw significant growth, with almost 8,000 students and job seekers, 175 Local Coordinators in every state plus Washington, D.C., Puerto Rico, the U.S. Virgin Islands and 14 other countries. 2004 had 9,000 mentees participating, 250 Local Coordinators, and more than 2,500 employer mentors.
A.A.P.D. provides leadership by encouraging employers, students, educators and organizations to get involved; supporting a National Organizing Committee; encouraging the development of State Organizing Committees; recruiting, training and supporting Local Coordinators (who serve in a strictly voluntary capacity for A.A.P.D.); developing a Toolkit on how to plan National Disability Mentoring Day activities; referring individuals to published lists of Local Coordinators and participating employers; and generating media attention.
Brochure for small- and medium-sized businesses interested in increasing their hiring pool by recruiting well-qualified employees with disabilities. This brochure describes how to:
An Internal Revenue Service (IRS) brochure that gives general information about tax credits or deductions that may be available for 1) taxpayers with a disability, 2) parents of children with disabilities and 3) businesses or other entities wishing to accommodate persons with disabilities.
JAN consultants are working diligently to update our full length accommodation publication series with a new name, look, and format. JAN's "Accommodation and Compliance Series" is designed to help employers determine effective accommodations and comply with Title I of the Americans with Disabilities Act (A.D.A.). Each publication in the series addresses a specific medical condition and provides information about the condition, A.D.A. information, accommodation ideas, and resources for additional information.
The Equal Employment Opportunity Commission (E.E.O.C.), the enforcing authority for Title I of the Americans with Disabilities Act, (A.D.A.) has developed a "Question and Answer Series" that discusses timely disability issues under the law. The publications typically include guidance on when a particular impairment is considered a disability under the A.D.A., accommodation ideas that employers may want to consider, and detailed accommodation examples. Since 2004, E.E.O.C. has addressed hearing, vision, diabetes, epilepsy, intellectual disabilities, and cancer in the series. E.E.O.C. publications on a particular impairment sometimes provide a direct link to corresponding JAN publications on the same topic. To locate articles from both the JAN and E.E.O.C. series, visit "JAN by Disability A-Z" on our website at http://www.jan.wvu.edu/media/atoz.htm.
The following articles offer timely, concise information and resources to busy employers on a variety of subjects regarding people with disabilities and employment issues.
From the Americans with Disabilities Act to Section 504 of the Rehabilitation Act of 1973, several disability-related Federal laws may apply to your business. For example, many employers are required to make reasonable accommodations for employees with a range of disabilities, both visible and non-visible. And if you're a Federal contractor, you may need to take affirmative steps to hire, retain and promote qualified individuals with disabilities.
Thankfully, understanding your responsibilities under these and other employment laws doesn’t have to be difficult. There are a range of free tools and resources to help you navigate the road to compliance. For example, employers – and employees – can access the U.S. Department of Labor’s Job Accommodation Network at www.jan.wvu.edu or by calling 1-800-526-7234 V./T.T.Y., or visit the "Employment" section of www.DisabilityInfo.gov, an award-winning Federal government web site, sponsored by U.S. Department of Labor’s Office of Disability Employment Policy (ODEP), featuring links to a broad range of disability-related information. Assistance is also available from ODEP’s Web site at www.dol.gov/odep. For additional assistance with other Federal employment laws, such as the Family and Medical Leave Act (F.M.L.A.), the Fair Labor Standards Act (F.L.S.A.), the Uniformed Services Employment and Re-employment Rights Act (USERRA) and others administered by the U.S. Department of Labor, access the elaws Advisors at www.dol.gov/elaws.
All employees need the right tools and work environment to effectively perform their jobs. Similarly, individuals with disabilities may need workplace adjustments - or accommodations — to maximize the value they can add to their employer. An accommodation can be simple, such as putting blocks under a table’s legs so that a person who uses a wheelchair can roll up to it. It might involve advanced technology, such as installing a screen reader on a computer so that a person who is blind can manage documents. Or, it may be procedural, such as altering a work schedule or job assignment.
While many employers believe that such workplace efforts are extensive and costly, the truth is that job accommodations usually are not expensive. According to the Job Accommodation Network, a free and confidential service from the U.S. Department of Labor's Office of Disability Employment Policy, almost half of the accommodations needed by employees and job applicants with disabilities cost absolutely nothing. Of those accommodations that do cost money, the typical expenditure by employers is a one-time cost of around $600. Importantly, employers who make accommodations report multiple benefits as a result. In a recent study, the most frequently mentioned direct benefits were (1) the accommodation allowed the company to retain a qualified employee, (2) the accommodation eliminated the costs of training a new employee, and (3) the accommodation increased the worker's productivity.
The Federal government offers a range of free resources for employers seeking accommodation assistance. For more information, visit the "Employment/Workplace Accommodations" section of www.DisabilityInfo.gov, an award-winning Federal government web site, sponsored by the U.S. Department of Labor’s Office of Disability Employment Policy, featuring links to a broad range of disability-related information, or contact the Job Accommodation Network, a free accommodation consulting service provided by the Department of Labor at www.jan.wvu.edu or 1-800-526-7234 V./T.T.Y.
Employers covered by the Americans with Disabilities Act (A.D.A.) are required to meet various responsibilities concerning reasonable accommodations for employees with disabilities. But many businesses are unaware that three tax incentives are available to help offset the costs of accommodations and improve employment opportunities for individuals with disabilities. These benefits include:
For more information about these tax incentives, visit the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) Web site at www.dol.gov/odep, and the "Employment" section of www.DisabilityInfo.gov.
Perhaps more than any other group of people, individuals with disabilities have the ability to adapt to different situations and circumstances. As employees, they add to the range of viewpoints businesses need to succeed, offering fresh ideas on how to solve problems, accomplish tasks and implement strategies. Research shows that employees with disabilities consistently meet or exceed performance expectations and have a lower than average rate of turnover. In addition to positively impacting a business’s bottom line, recruiting and retaining workers with disabilities represents an effective strategy for countering the effects of the shrinking of the workforce.
As a whole, however, individuals with disabilities represent one of the largest untapped pools of skills and talent in the U.S. To help demonstrate how this underutilized population can provide businesses with a source of highly skilled employees, the Federal government offers employers a variety of free educational resources on recruiting candidates with disabilities. For more information, visit the "Employment" section of www.DisabilityInfo.gov, which is sponsored by the U.S. Department of Labor’s Office of Disability Employment Policy or contact the Employer Assistance and Recruiting Network (EARN), a free service from the U.S. Department of Labor’s Office of Disability Employment Policy that connects employers looking for quality employees with skilled job candidates at 1-800-526-7234 V./T.T.Y.
For most small businesses, the key to increasing profits is to satisfy existing customers while expanding into new markets. Interestingly, one largely untapped customer group is the disability marketplace – which has emerged as an economically advantageous target for enterprising business owners. People with disabilities comprise the nation’s largest minority group – roughly 20 percent of the U.S. population. And the National Organization on Disability estimates that Americans with disabilities represent more than $200 billion in discretionary spending. Savvy companies recognize the value of these customers as a target market and proactively tap into their spending power by ensuring that their marketing efforts convey that people with disabilities are valued customers. The U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) offers a variety of free educational resources to assist businesses in these efforts. To learn more, visit ODEP’s Web site at www.dol.gov/odep and www.DisabilityInfo.gov, an award-winning Federal government site sponsored by ODEP, featuring links to a broad range of disability-related information.
The threat of emergencies – such as natural disasters, technological accidents and acts of terrorism – has directed important attention to emergency planning in the home and in the workplace. However, while significant strides have been made with regard to businesses’ emergency preparedness, research and anecdotal evidence indicate that many plans overlook the needs and perspectives of people with disabilities.
The Federal government offers a range of free educational resources to help employers understand how to develop, implement and maintain a workplace emergency plan that considers the needs of all employees – including those with disabilities. For more information, visit the U.S. Department of Labor Office of Disability Employment Policy’s Emergency Preparedness and People with Disabilities Web Page (www.dol.gov/odep/programs/emergency.htm), or the "Employment/Emergency Preparedness" section of www.DisabilityInfo.gov.
A mentor is a person who through support, counsel, friendship, reinforcement and constructive example helps another person, usually a young person, reach his or her work and life goals. Mentoring relationships provide valuable support to young people, especially those with disabilities, by offering not only academic and career guidance, but also effective role models for leadership, interpersonal and problem-solving skills.
In recent years, increasing numbers of employers have implemented mentoring programs for one simple reason — mentoring produces positive results, both immediate and for years to come. Research indicates that mentoring is especially effective in helping youth with disabilities transition into the workplace and adulthood. Employers reap the benefits as well. Mentoring programs can be:
The U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) has funded pilot projects to promote mentoring programs for youth with disabilities through intermediary organizations. For more information, or to explore a mentoring program for your company, visit www.dmd-aapd.org, or the "Education" section of www.DisabilityInfo.gov.
[This article is the first in a three part series on telework, telecommuting, and remote work.]
The Small Business and Self-Employment Service (S.B.S.E.S.) consultants, in addition to receiving inquiries regarding self-employment, also field a number of questions related to telework. For many people with disabilities, the ability to work from home can provide an effective work accommodation strategy by eliminating the commute to work, providing variations in the time and process of work, and offering a way to have more control over the work environment. However, often the terms telework, home-based business, and self-employment are confused and merged together into a single concept. Below are definitions which will help to clarify these various work options.
Telework (also known as telecommuting or remote work) describes a situation where an employee is working for an employer but conducts this work from a site other than a traditional workplace or office setting. A typical scenario involves an employee who works from home either full or part-time, but can also include scenarios in which an individual works remotely from a satellite telework center, hotel or airport location, or from an alternative location away from a central office. In most cases, telework is enabled by the development of a variety of telecommunication technologies, particularly in computing, which facilitate the ability to work from a distance.
Example 1: Maria is employed by an insurance company and teleworks from home two days a week. She is working for an employer, but does this work from home on these particular days.
Example 2: Ken has located a position within the airline industry as a call center representative. This position ! was developed and advertised as one where employees could work from home locations. He is employed by a company, but works entirely from his home.
A self-employed person works for him- or herself instead of as an employee of another person, business, or organization. Income is generated from these economic activities in this trade or business. This often includes individuals who operate as an independent contractors.
Example: Bob has started his own business where he provides accounting services to small business clients in his community. He shares an office space with other accountants but works independently. His business structure is set up as a sole proprietorship so he is the sole owner of this business.
A home-based business is, in most cases, a very small business whose primary location is in the owner's home. However, the business can theoretically be any size or any type as long as it is located in a home, garage, or adjoining building. This is different from telework in that a home-based business owner works for him- or herself and not for an employer.
Example: Susan has a quilting business which is based in the back room of her home. All major activities involved in the business take place here. She is the sole owner of this business and works for herself.
The primary purpose of S.B.S.E.S. is to provide information, resources, and consulting services to people with disabilities who are interested in self-employment and small business development options. This program does not have a job placement component so employers do not contact us if they are interested in hiring employees in telework positions. However, we are aware that many of our callers are exploring a variety of alternative employment options so understanding these definitions is essential to investigating the most appropriate resources to further our callers' employment goals.
Midwest Institute for Telecommuting Education (! MITE)
1900 Chicago Avenue
Minneapolis, M.N. 55404-1995
Voice (612) 752-8010
Fax (612) 752-8001
T.T.Y. (612) 752-8019
Web Site: http://www.mite.org
"Telecommuting: A Work Option for Persons With Disabilities"
Web site: http://www.mite.org/telecommutdisabilities/telecommutdisabilities.html
Access to Telework Loan Program - New Freedom Initiative
Alternative Financing Technical Assistance Project (AFTAP/RESNA)
1700 North Moore Street
Suite 1540, Arlington, VA 22209
Web site: http://www.resna.org/AFTAP/telework/index.html
Many state telework loan programs also make these alternative financing programs available to persons with disabilities who are interested in self-employment as well as telework.